This job expects you to take full ownership of a location, operations, customer experience, logistics all while being paid well below what that level of responsibility should command. Long hours, last-minute changes, and constant pressure are the norm, but there’s no real incentive structure or support to match it.
The biggest issue is leadership at the regional level. There’s a clear and consistent disconnect between what is expected of frontline employees and what leadership actually seems to understand about the job. Decisions and directives often ignore staffing realities and day-to-day workflow, which leads to unnecessary stress and inefficient operations.
There’s also an excessive focus on appearance and optics, while real operational and safety concerns take repeated escalation before they’re even acknowledged. Issues that should be handled immediately end up lingering far longer than they should, which says a lot about priorities.
Communication is top-down and reactive. Instead of collaboration or problem-solving, it often feels like directives are handed down without much thought to how they impact the people actually doing the work. You’re expected to figure it out, regardless of whether the situation makes sense.
Morale takes a hit quickly in this environment. Good employees are asked to do more and more with little return, while leadership behavior that wouldn’t be tolerated in most workplaces is allowed to continue.
It ends up feeling like the people making the worst decisions are the ones staying and advancing, while the people actually doing the work burn out or leave.
